Due to the nature of our business and our contract requirements, all potential and current employees are required to provide information on past and current convictions to ensure client and employee safety is maintained and reviewed at all times. In accordance with the Children’s Act 2014 and the NZ Police recommendations the employee will consent to Ember to submit a Police vetting request at the commencement of employment and every three years thereafter. Should an employee misrepresent their criminal history or driving license at any stage of the employment process (i.e. Ember Application form, interview, induction, or thereafter), and/or in the event an adverse Criminal vetting record is received, Ember may, after consultation with the employee and careful consideration of the facts, terminate the employment agreement without notice. Any record of criminal convictions will not be released if the applicant meets the eligibility criteria stipulated in Section 7 of the Criminal Records (Clean Slate) Act 2004, unless: a. Section 19(3) of the Clean Slate Act applies to this request (exceptions to the clean slate regime) b. Section 31(13) of the Children’s Act 2014 applies to this request (safety checks of core children’s workers).